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桂林理工大学毕业论文论文题目：浅析企业招聘面试中常见问题、负面效应和基本对策院系：艺术学院专业：工商企业管理姓名：黄志军准考证号：030108200818联系方式：13557531032指导老师：何里完成日期：浅谈企业在人员招聘面试中的问题和负面问题的基本对策内容摘要本文对招聘面试中遇到的常见问题进行了描述，并分析了选才不当给企业带来的典型负面效应，在此基础上提出了相应对策。本文的目标在于通过规范行为面试法，建立完善的招聘体系，确保企业能挑选出合适的人并安置在合适的岗位，实现企业和个人利益的双赢。科举制作为我国古代传统的选拔人才的方式尽管已经被废止，但它在人才选拔方面确实具有一定的历史和现实意义。鉴于此，本文试图就科举制的利弊作一简要论述，并在此基础上探讨其对人力资源开发与管理的启示。关键词：招聘问题负面效应对策行为面试法招聘体系analysisoffrequentlyaskedquestionsinajobinterview,thenegativeeffectsandcountermeasuresContentsummaryThisarticledescribescommonproblemsencounteredinrecruitmentinterviews,andanalysisofatypicalsideeffectofimproperlyselectedforbusiness,onthebasisofthecorrespondingcountermeasures.Thisobjectiveistostandardizethebehaviorofinterviewmethod,establishandimprovetherecruitmentsystem,ensuringthatenterprisescanselecttherightoneandplacedinsuitablepositions,achievingwin-winbetweenenterpriseandpersonalinterests.ImperialproducedforChineseancienttraditionalwayofselectingtalentsdespitehavingbeenannulled,butitdoeshaveacertainselectionofhistoricalandpracticalsignificance.Inviewofthis,thisarticleattemptstobrieflytheprosandconsoftheImperial,onthebasisofdiscussionondevelopmentandmanagementofhumanresources.Keywords:recruitmentproblemsideeffectcountermeasuresbyinterviewrecruitingsystem目录【正文】：............................................................................5一．面试前的常见问题....................................................................5（一）招聘简章及招聘安排上的问题....................................................5（二）直接面试太过于草率，会影响企业招聘效率........................................6二．面试中存在的问题....................................................................6（一）面试官提问无技巧..............................................................6（二）面试考官的误差................................................................8三．选才不当的典型负面效应..............................................................8（一）增加招聘成本..................................................................8（二）工作停滞带来的成本............................................................9（三）挫伤现有员工的积极性..........................................................9（四）培训员工的成本...............................................................................................................................9（五）不利于公司信息的保密..........................................................9（六）人力资源部承受压力............................................................9四．基本对策...........................................................................10（一）以人力规划和工作分析为基础...................................................10（二）建立胜任素质模型.............................................................11（三）培训面试官...................................................................12（四）筛选简历，电话面试...........................................................12（五）行为面试法..............................